Mission and strategy

Centre for Extended Working Life aims to disseminate research-based knowledge and relevant experiences to Norwegian working life. CEWL seeks to encourage businesses to prioritize aging and work on their agendas, as well as to develop strategies to increase workforce participation among the older workers.

Updated knowledge can contribute to more inclusive and attractive workplaces, which in turn will enhance the opportunities for more people to both be able to and want to continue working longer. Therefore, we aim to procure, develop, and disseminate relevant knowledge and experience to businesses, employees, and organizations within Norwegian working life.

Centre for Extended Working Life aims to:

  • Highlight older workers (55+) as an important resource for Norwegian working life.
  • Encourage more businesses to integrate a senior perspective in their personnel policies and      management.
  • Increase societal understanding of the importance of more people working longer.

Strategy Plan to 2030

Goals and strategy: #the15best

Centre for Extended Working Life aims to inspire the workforce to see that the next 10 to 15 years can be the best 10 to 15 years, and that it is possible to develop good late-stage careers that benefit the individual older worker, the employer, and society. Good late-stage careers can contribute to more people wanting to continue working longer.

Goals for the Strategy Period

Political goals and intentions clearly emphasize the importance of more people continuing to work longer. During the strategy period 2024-2029, Centre for Extended Working Life will be a knowledge provider and the preferred partner for the workforce in disseminating knowledge about what is needed for more people to continue working longer. The work will be knowledge-based and rooted in the tripartite cooperation in the workforce.

The goals for the strategy period are to see the following changes at the societal level:

  1. Increased employment for people over 55 years
  2. More businesses developing strategies to retain and develop their older employees
  3. Workforce actors gaining increased insight into what promotes good late-stage careers in various industries and professions

Target Groups

Priority target groups for the Centre for Extended Working Life:

  1. Businesses Employers, managers, HR-professionals, union representatives, and employees aged 55+
  2. Workforce Parties and Authorities Employers and employees’ organizations, NAV (Norwegian Labour and Welfare Administration), and other organizations
  3. Society Actors, Media, and the Public Various actors influencing today’s and tomorrow’s workforce, such as educational institutions, the recruitment industry, and the media, as well as society at large

Focus Areas

To contribute to achieving overarching societal goals for employment and retirement behavior, the Centre for Extended Working Life will focus on the following areas during the strategy period:

  1. Research and Development (R&D)
  2. Training, Guidance, and Collaboration
  3. Communication and Social Influence